Human Resource Management in Business

Bonifacio, R. (2024). The role of human resource management in modern organizations. Shiftbase. https://www.shiftbase.com/glossary/human-resource-management#:~:text=HR%20managers%20are%20responsible%20for,the%20organization's%20goals%20and%20objectives

In his article, Bonifacio discusses the significance of Human Resource Management (HRM) in modern organizations and underlines its functions and implications. The author employs a descriptive method to explain the elements of HRM, including staffing, training, appraisal, and employee relations. Bonifacio proves that HRM is an administrative task and a strategic business partner. The article's accuracy is centered on presenting a wide range of functions that fall under the HRM umbrella and focus on the organization's objectives. It is relevant in understanding how to create a healthy work environment and lead change in organizations. Bonifacio's work is useful for the purpose of helping comprehend how implementing HRM strategies can lead to increased employee commitment, performance, and creativity in a volatile business environment. The source is valuable because the author is a renowned expert in human resources. Moreover, the article is current as it discusses present information experienced in organizations today. This article is a good starting point for the analysis of changes in the functions of HRM. It is valuable for researchers and practitioners interested in improving organizational performance through effective people management.

Gutierrez, N. (2023, September 29). HR's role in the organization: Organizational success. Atwork ai. https://atwork.ai/resources/hrs-role-in-organization-organizational-success/

In this article, Gutierrez describes the various roles of Human Resources (HR) in achieving organizational objectives. It involves recruitment, training, and development, performance appraisal, employee relations, compliance, and strategic human resource management. The article highlights the importance of the HR function in developing an effective work environment and fostering strong teams, which in turn supports organizational success. The purpose of this article by Gutierrez is based on an informative piece on the function of HR in organizations. It is especially remarkable for analyzing HR practices and their relationship with employee satisfaction and organizational development. The source is accurate and organized, and the content is easy to comprehend and navigate through. In this respect, it is more comprehensive in terms of identifying the strategic role of HR in business than other sources. The source is up to date as it incorporates topics essential in organizations in the contemporary world. The source's author is conversant with human resources, authorizing it to be used for research. This source is especially relevant for identifying the position of HR in today's organizations. It provides a good background for my research proposal on HR practices and their impact on organizational performance. The information on talent management and the engagement of employees will be helpful in developing my arguments and substantiating the discussion.

Khuay, L., Lionel, G., Channuwong, S., & Wongmajarapinya, K. (2023). Human resource management and organizational performance. ResearchGate | Find and share research. https://www.researchgate.net/publication/371409367_HUMAN_RESOURCE_MANAGEMENT_AND_ORGANIZATIONAL_PERFORMANCE

The article by Khuay et al. looks at the importance of HRM in improving organizational performance. It shows how HRM's recruitment, training, development, and compensation systems help achieve organizational success by utilizing employee skills and competencies. The study focuses on the significance of proper implementation of HRM in enhancing the commitment and growth of the organization. The source is rich and scholarly, based on numerous pieces of literature to justify the relationship between HRM and organizational performance. This is a fact because it offers accurate and unbiased information on the effect of HRM on business performance. The detailed analysis and the practical recommendations make it more purposeful for academic and professional applications. The source deals with issues of performance, which are a focus of many corporations, making it up to date. Also, it was written by different authors who are experts in the human resource field, making it effective in research. This source is very relevant to developing my research on the strategic role of HRM. It offers a sound foundation for explaining the relationship between comprehensive HRM practices and organizational performance. The knowledge about employee development and performance appraisal is especially valuable, strengthening my argument concerning the need for strategic HRM to gain a competitive advantage.

Komm, A., Pollner, F., Schaninger, B., & Sikka, S. (2021, March 12). The new possible: How HR can help build the organization of the future. McKinsey & Company. https://www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights/the-new-possible-how-hr-can-help-build-the-organization-of-the-future

Komm et al. aimed to discuss the role of HR in leading organizational change in the context of the post-pandemic world concerning identity, agility, and scalability. The authors describe the necessity of the new talent management model and its dynamic nature, as well as the role of HR in building a culture of purpose, increasing the organization's flexibility through new models, and learning and development. The article presents a progressive view of the strategic position of HR in today's organizations. It is based on the research conducted with the help of 350 HR leaders' surveys. This credible and impartial source offers HR leaders the best strategies to operate and succeed in today's evolving business environment. The source is current as it presents up-to-date matters and focuses on identity, agility, and scalability as integral parts of the system. The authors have expertise in the HRM field, making it reliable. This source is particularly relevant for analyzing the dynamics of the changes in the role of HR in creating organizations' resilience. It also enriches my research by giving me real-life examples of how HR can bring about strategic changes for organizational improvement. The concepts of agility and scalability directly relate to my interest in preparing businesses for the future and providing practical recommendations for my reasoning.